Summary of Work Activities and Responsibilities:

Under the supervision of the Organization Design and Development Section Head, the HR Officer will assist in designing, developing, implementing, and evaluating organization design and development projects for the University.

Main Duties and Responsibilities

I. University-wide Organization Profiling

Tracks and detects trends in terms of organization elements and realities (e.g., organization layers, mandates, employee count, leadership profile, employee competence, etc.) which shapes the organization design, and makes the necessary recommendations to improve organization capability. Regularly provides data that would show a picture of the current organization profiles to help the University prepare for the future, in coordination with the different OPT&OD sections.

II. Organization Diagnoses

Assists in conducting organization needs assessment, utilizing the most appropriate data gathering and validation methodologies. Drafts an organization assessment plan, after due consultation and understanding of the needs of the client. Drafts questionnaires and/or data gathering guide to facilitate the sessions. Comes up with an initial analysis based on data gathered from the unit, its stakeholders, and other relevant sources. Identifies priority needs and recommends next steps based on the analyzed data. Assists in preparing an analysis of the organization design and job design and its impact on work, service delivery, and actualization of organization mandates. Works with the various OPT&OD groups and sections in determining a possible course of action to support the realities and needs of the units in order for them to achieve their goals. Assists in reviewing the effectiveness of an organizational unit, working with the Workforce Analysis and Job Design (WAJD) Section in understanding how the job designs were shaped, and how it may be re-shaped to bring about optimal results for the unit to achieve its mandates, based on the inputs gathered from its stakeholders and data from industry practices.

III. Organization Development Accompaniment and Evaluation

Assists in monitoring the unit’s strategies, environment, technology, size, culture and other factors which shapes or has an impact in shaping organization design. Assists in designing organization development (OD) interventions and evaluation process to address gaps determined in the organizational diagnosis phase. Carries out OD interventions and initiatives (i.e. competency development, systems review and improvement, change management, succession planning, process re-engineering etc.) as assigned by the Organization Design and Development Section Head. Monitors, coordinates, and evaluates organization development projects, keeping track of the deliverables, timelines and agreements. (Co)Facilitates individual and group discussions, and workshops towards the achievement of the required process. Proposes action points and process improvements, based on what is applicable and realistic given the unit’s context. Assists the other sections in carrying out needed interventions. Documents the accompaniment process and interventions provided.

IV. HR Partnering and Administrative Functions

Actively researches practices related to organization design and development frameworks, assessment strategies, intervention and evaluation. Keeps abreast of organization advancements, taking special interest in organization design, job design, process improvements, and change management.